DISC Personality and Behavioral System

How Well Do Your Candidates Fit Your Culture?
Up-graded offerings from Resource Development Company, Inc. help you determine that!

The DISC Personality and Behavioral System is one of the most validated and reliable temperament assessments, and is known as “the universal language of behavior.” The use of DISC assessments aids employers in recruiting candidates that are not only able to do the job for which they are hired, but also motivated to work in that specific environment. With existing employees, the assessment opens a doorway to communication, understanding, and appreciation to improve employee-manager relationships, teamwork, and employee-customer relationships.

The following reports are currently available:


DISC Assessment:
  1. Defines personality style using the following factors:
    • Drive and determination
    • Influence and social interaction
    • Steadiness and stability
    • Compliance and conscientiousness
  2. Provides communication tips:
    • Communications to the individual being assessed
    • Communications from the individual being assessed
  3. Explains compatibility of the individual’s style with others
  4. Provides an Action Plan template to improve interpersonal skills
  5. Helps hiring managers make informed, legally defensible hiring decisions every day in the workplace. IML's assessments meet or exceed The Equal Employment Commission's (EEOC) guidelines. The EEOC has issued uniform guidelines on employee selection procedures and recognizes DISC to be reliable in assessing individual behavior in the workplace in the ranges of 90 to 95%.

TEAMS Assessment:
  1. Helps employers learn about how individuals perform in a team environment.
  2. Evaluates a candidate’s team thinking style in terms of the role and functions they are best suited to perform and whether these match the specific job requirements.
  3. Identifies five key roles in team performance:
    • Creative Problem Solving
    • Job Follow Through
    • Quality Control
    • Efficient Management of Resources
    • Ability to Develop Forward Thinking Strategies

Workplace Values Assessment:
  1. Measures four internal and hidden motivators, which guide responses to particular situations.
  2. Identifies long-term retention issues, which generally have a high correlation when compared to the specific workplace values requirements of a particular position. These issues are critical to hiring and team selection. For example, a person exhibiting the need for high Personal Freedom would not perform well in a highly structured and regulated environment but might excel at an outside sales opportunity.

Occupational Keys Assessment:
  1. This assessment is the first step in defining the position and the environment in which a successful candidate must operate efficiently.
  2. Factors assessed:
    • Drive and determination
    • Influence and social interaction
    • Steadiness and stability
    • Compliance and conscientiousness
    • Workplace loyalty and equality
    • Personal freedom and justice
    • Preferred team work styles of theoretical reasoning, execution, and completion of tasks, quality control, resource management, and strategic planning
  3. Allows a manager or supervisor to analyze the soft skill requirements for a particular position.
  4. Provides comprehensive insight into the behavioral characteristics of the position. These characteristics include:
    • Communication and motivational styles
    • Core workplace values
    • Teamwork styles required to be comfortable in this specific position

Hiring Edge Assessment:
  1. In today's saturated job market, it is more difficult than ever to stand out. The Hiring Edge Report is one way that a candidate can confirm value by an independent, credible third party.
  2. This report:
    • Is created from a candidate's assessment responses.
    • Serves as a snapshot of the individual personality style in the workplace.
    • Highlights general personality strengths, motivational characteristics, and value to the team.

To receive additional information on any of these services, email, rdc@rdcinc.com